{"id":1235,"date":"2010-02-15T01:00:37","date_gmt":"2010-02-15T09:00:37","guid":{"rendered":"https:\/\/systematichr.com\/?p=1235"},"modified":"2009-12-22T09:36:36","modified_gmt":"2009-12-22T17:36:36","slug":"the-shift-to-engagement","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=1235","title":{"rendered":"The Shift to Engagement"},"content":{"rendered":"

I was reading a post on 2010<\/a> (originally attributed to Joyce Gioia, but without a link).\u00a0 ((Quick note to my fellow bloggers, Even though I don\u2019t always link, I do almost always footnote.\u00a0 It\u2019s a pain, but we live in an age where viral communications threaten the attribution of thought generation and innovative thinking.\u00a0 People always deserve credit and appropriate attribution, and a link if possible.\u00a0 Turns out I could not find this one, so I’m guessing it was in print or a newsletter somewhere.\u00a0 Thanks!!))\u00a0 I write this on the plane, so I can\u2019t look it up.)\u00a0 In it, there are a few 2010 predictions that keep the momentum of driving HR organizations to realize that it\u2019s about engagement, not about retention.<\/p>\n

6. Focus on Engagement will replace the Focus on Retention Recognizing that with engagement comes not only retention, but greater productivity and profitability, too, employers will change their focus. We will see Directors of Retention morph into Directors of Employee Engagement. The next step (coming much later than 2010) will be to recognize the importance of the total \u201cInternal and External Customer Experience\u201d.
\n10. Burned out Employees will begin Leaving Employers Over 80 percent of today\u2019s employees feel overworked and under-appreciated. Too many organizations have survived and maintained some level of profitability by over-loading their long-term employees. Once we begin to see positive job growth in the second half of 2010, some employees will feel confident enough to leave their companies.<\/p><\/blockquote>\n

If I may write it mathematically (ok, I\u2019m a geek), f(x)=(Employee Engagement)*(Compensation)*(Employer Brand)<\/p>\n

If you want to drive employee retention, you really have to be looking at how your organization presents itself to your employees and the public market of candidates.\u00a0 I have to throw compensation in there as part of the equation because even if you don\u2019t have a philosophy of leading in the comp area, you still need to have a solid philosophy and execute it so that you have the right mix for your employees.\u00a0 Lastly, employee engagement is the leading contributor to retention.\u00a0 If employees are engaged to their work, managers and their environment, they will usually stay no matter what.\u00a0 Leaving an employer for the sake of higher compensation is a great risk if you like your work, manager and peers.\u00a0 There is probably an 80% or greater chance that you won\u2019t love your job in your next employer if you already love your job in the current.<\/p>\n

At the end of the day, if you can engage employees and make then love working for you, you have won the battle.\u00a0 Having someone figure out how to improve retention does not address the issue because the reality is that in order to address retention, they need to address employee engagement.\u00a0 All too often, people addressing retention end up having the wrong focus.\u00a0 You go out with a survey and you\u2019ll find out all the wrong things.\u00a0 People want more pay, or they want to work from home, or they want more growth opportunities.\u00a0 The truth of the matter is simple \u2013 they just don\u2019t love their jobs, and when you increase their pay or whatever else, they are still going to leave anyway.<\/p>\n","protected":false},"excerpt":{"rendered":"

I was reading a post on 2010 (originally attributed to Joyce Gioia, but without a link).\u00a0 ((Quick note to my fellow bloggers, Even though I don\u2019t always link, I do almost always footnote.\u00a0 It\u2019s a pain, but we live in…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[21,37,28,30,10,8,32],"tags":[453,58,59],"class_list":["post-1235","post","type-post","status-publish","format-standard","hentry","category-branding","category-change-management","category-communications","category-compensation","category-engagement","category-strategies","category-work-life","tag-change-management","tag-employee-engagement","tag-employer-brand"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1235","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1235"}],"version-history":[{"count":3,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1235\/revisions"}],"predecessor-version":[{"id":1252,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1235\/revisions\/1252"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1235"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1235"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1235"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}